I. Main Visa and Work Permit Types

The table lists only the main types covered by this guide and is not an exhaustive list of all visa categories.

1. Short-Term Tourist and Business Visits

Whether a visitor visa or electronic travel authorisation (eTA) applies depends on the individual’s nationality and method of travel. Most visitors are generally admitted for no more than six months at a time, although a border officer may determine a different period. Business visitors must meet conditions including not entering the Canadian labour market and must not treat visitor status as a work permit.

Whether an activity is a visit should be determined from the actual work involved, rather than merely the itinerary name or where salary is paid. Installation, repair, training and on-site client services should be assessed carefully to determine whether a work permit or specific exemption is required.

2. Temporary Foreign Worker Program (TFWP/LMIA)

The Temporary Foreign Worker Program applies to ordinary local employment in Canada where no LMIA exemption is available.

The application requires a genuine Canadian employer and position. The employee must meet occupational qualification, experience and applicable professional-entry requirements. Wages must comply with the prevailing wage for the occupation and work location. The employer must meet recruitment, cap and applicable transition-plan requirements under the high-wage or low-wage stream. An LMIA is a labour market impact assessment; it is not the employee’s work permit.

The initial work-permit period is determined by the contract, LMIA, passport and IRCC. The LMIA’s application-use period of up to six months is not the work-permit duration. After entering Canada, the individual must work for the employer, in the occupation and at the location stated on the permit.

A new work permit is generally required for renewal or when the employer, position or location changes. After leaving a job, the employee may not use the original employer-specific work permit to work for a new employer. Canada has no single grace period that applies to everyone; status-change or departure arrangements should be checked before employment ends.

3. International Mobility Program (IMP/LMIA Exemption)

The International Mobility Program applies only to LMIA-exemption codes expressly defined by IRCC, such as international agreements, significant benefit, Francophone Mobility or specific international arrangements.

The applicant must meet the conditions of the specific LMIA-exemption code. Most employer-specific applications still require a genuine employer to submit employment information and assume compliance responsibilities. An LMIA exemption is not an exemption from the work-permit requirement.

Permit issuance and renewal depend on the applicable exemption code, contract and passport. The holder may work only within the permit conditions. If the employer, position, location or basis for exemption changes, new employer information and a new work-permit application are generally required; any legally approved bridging arrangement must be assessed separately.

4. Intra-Company Transfer Work Permit (ICT)

The intra-company transfer work permit applies to managers, executives or specialised-knowledge employees transferred within a genuine multinational group to a related Canadian entity.

The overseas company and Canadian host entity must have a genuine, qualifying group relationship and continue operating. The employee must be a manager, executive or specialised-knowledge worker and meet the applicable overseas-employment and Canadian-position requirements. The employee generally needs at least one year of qualifying overseas group employment within the three years before applying; specific agreement-based streams must be considered separately.

The initial validity period and cumulative limit depend on whether the employee is a manager or executive, a specialised-knowledge worker, or falls under an agreement-based subcategory. The group relationship and position requirements must continue to be met at renewal. If the host entity, position or location changes, or employment or the assignment ends, assess the need for a new permit, status change or departure before new work begins.

II. Entry, Family and Other Arrangements

Visa, work-approval and residence documents should reflect the actual activities and align with each other’s validity periods. Family-member eligibility and open work permits for TFWP holders depend on the principal applicant’s category, occupation, permit duration and the family policy in force at the time; they cannot be promised automatically.

Family rights do not arise automatically from the IMP name and must be assessed according to the principal applicant’s category and current family policy. Spouses, partners and children of ICT holders must apply separately under the current family policy, and family members’ work rights should be checked independently. Study, transit and other personal statuses must also meet their own requirements; the principal applicant’s permit cannot be used directly as a family member’s entry or employment document.

III. Renewals, Changes, Departure and Status Maintenance

An unexpired document does not mean the holder may work for any new employer. Canada has no single grace period that applies to everyone. Where a statutory bridging or transition arrangement exists, it should be assessed against the actual approval and remaining authorised stay.

IV. How sailglobal Can Help

If you plan to send personnel to Canada for a business visit, local employment, a short-term project or accompanying family arrangements, contact sailglobal. Based on the individual’s status, role responsibilities and itinerary, we can help you understand the applicable route and application requirements.

Visa, work-permit and residence applications are independently assessed by the relevant competent authorities. sailglobal does not guarantee approval outcomes or fixed issuance dates.